Contract Sr. Talent Acquisition Partner (GTM Sales)

Trace3•Irvine, CA

53d•Hybrid

About The Position

The Senior Talent Acquisition Partner serves as a strategic advisor and trusted talent consultant to hiring leaders across Trace3’s Go-to-Market (GTM) organization. This role is responsible for developing and executing talent acquisition strategies that enable the company to attract, engage, and hire top-performing sales and revenue professionals. The Senior Talent Acquisition Partner plays a critical role in building talent pipelines for both immediate hiring needs and long-term business growth, while delivering a best-in-class candidate experience. Partnering closely with Sales, Customer Success, Revenue Operations, and executive leadership, this individual will proactively assess talent needs, provide market intelligence, influence hiring decisions, and drive recruiting excellence across all GTM functions.

Requirements

Bachelor's degree in Human Resources, Business, Marketing, Communications, or a related field.
Seven or more years of progressive in-house recruiting experience, including significant experience supporting high-growth sales and GTM organizations.
Experience recruiting for channel, partner ecosystem, cloud, cybersecurity, AI, infrastructure, and digital transformation sales organizations.
Proven track record recruiting for revenue-generating roles such as Account Executives, Account Managers, Sales Leaders, and Business Development Representatives
Experience supporting hiring within technology, IT services, managed services, SaaS, cloud, cybersecurity, or related industries strongly preferred.
Demonstrated success building passive candidate pipelines and identifying top sales talent in highly competitive markets.
Strong understanding of GTM organizational structures, sales hiring profiles, quota-carrying roles, sales compensation models, and revenue-driven business objectives.
Hands-on experience with applicant tracking systems and recruiting technologies (Greenhouse preferred).
Strong knowledge of best hiring practices, competency-based interviewing, compensation principles, recruiting analytics, workforce planning, and talent acquisition metrics.
Advanced sourcing expertise utilizing LinkedIn Recruiter, Boolean search methodologies, networking strategies, talent mapping, referral channels, and industry associations.
Ability to leverage market data and talent intelligence to advise business leaders on hiring strategies, candidate availability, compensation trends, and competitive hiring landscapes.
Strong understanding of employment laws, recruiting compliance standards, and hiring best practices.
Exceptional communication, influencing, and consultative skills with the ability to build credibility and establish trusted relationships at all levels of the organization.
Demonstrated business acumen and the ability to align talent acquisition strategies with organizational growth objectives and revenue goals.
Highly organized and detail-oriented with strong project management, prioritization, and time management skills.
Proven ability to manage multiple requisitions and shifting priorities in a fast-paced, high-growth environment.
Self-motivated with the ability to work independently while collaborating effectively across teams and functions.

Responsibilities

Understand business objectives, growth strategies, and revenue priorities to develop and execute talent acquisition plans that support GTM hiring needs.
Lead full-cycle recruiting efforts from sourcing through offer negotiation and onboarding, including candidate identification, screening, interview coordination, assessment, and selection.
Partner closely with Sales and GTM leaders to understand organizational goals, hiring priorities, territory strategies, succession planning, and workforce needs.
Serve as a strategic workforce planning and forecasting consultant, helping leaders proactively identify talent gaps and develop hiring plans to meet growth objectives.
Recruit for a broad range of GTM roles, including Sales Leadership, Account Executives, Account Managers and Business Development Representatives.
Develop and execute innovative sourcing strategies to identify and attract high-performing sales talent, including passive candidates and diverse talent pools.
Leverage talent market intelligence, competitive insights, compensation trends, and industry best practices to advise hiring leaders and influence hiring decisions.
Build and maintain robust candidate pipelines for critical and recurring GTM positions to reduce time-to-fill and improve hiring outcomes.
Provide consultative guidance and meaningful feedback throughout the interview process to improve hiring effectiveness, candidate quality, and decision-making.
Act as a brand ambassador for Trace3, effectively communicating the company’s culture, value proposition, growth opportunities, and competitive positioning in the market.
Deliver an exceptional candidate experience that reflects the organization's commitment to professionalism, transparency, and engagement throughout the recruiting process.
Ensure data accuracy across recruiting platforms and systems, providing reliable reporting, analytics, and hiring metrics to business leaders, Finance, and HR stakeholders.
Analyze recruiting performance indicators including pipeline health, conversion rates, time-to-fill, quality-of-hire, and offer acceptance rates to drive continuous improvement.
Support employer branding initiatives, talent community development, employee referral programs, and diversity recruiting strategies.
Participate in Talent Acquisition, People & Organizational Health, and M&A integration initiatives as needed.